Global business is a terrain marked by cultural complexities, aptly summed up by the eminent cultural anthropologist Geert Hofstede: 'Cultural differences are a nuisance at best and often a disaster.' In this intricate landscape, possessing cultural intelligence isn't just beneficial; it's essential.

Adapting to local cultures and understanding cultural variances is undoubtedly advantageous for business growth. However, in the reality of truly global operations, where your interactions might span across a hundred different cultures daily, it becomes a heavy task to individually analyze the cultural influences impacting various facets of business, including strategy, human resources, customer engagement, and marketing.

To simplify this complexity and objectively assess the influence of national cultures in diverse business environments, I present the innovative cultural model by Huib Wursten: ‘The 7 Mental Images of National Cultures.’ Rooted in the foundational Hofstede...

In today's global business environment, your key working relationships, encompassing projects, team members, clients, and stakeholders, may span multiple continents. Effective and clear communication is more critical than ever in this complex and constantly changing world, as it helps transcend geographical boundaries.

Navigating the global business landscape from a managerial perspective of a relationship-oriented (collectivistic) culture, where group interests prevail over individual, group harmony and tacit agreement are valued, you might find it challenging and frustrating to lead team members from task-oriented (individualistic) cultures that prioritise the importance of  individual perspectives and outspokenness:

Team meetings may often feel like a storm of differing opinions and loud voices. 

As a leader, you may think that open disagreements and asserting individual ideas are self-promotion, disrespectful or defiant. 

You might feel your team members lack...

In a world intensely transformed by globalisation, leaders face a major hidden challenge. How do we navigate the intricate dynamics of cultural differences?

Managers from more individualistic cultures, such as the US, UK, Australia, Scandinavia, or France, for example, will find that the leadership playbook changes drastically when their team comprises members from collectivist cultures, like most Asian, African and South American countries, and some countries in Eastern and Southern Europe. 

Why does this matter? Because culture is a powerful force that shapes interpersonal interactions, decision-making styles, and work ethics. Understanding these nuances isn't just beneficial—it's essential to prevent miscommunication, foster productivity, and maintain workplace harmony.

Understanding the Cultural Dimensions At Play: Individualism vs Collectivism

Upon delving into the cultural dimensions formulated by Geert Hofstede, a prominent name in cultural studies, we...

As a global team manager, have you noticed how your team members can see basic things like reporting differently from you? This can easily lead to serious problems if you end up misjudging their competence, motivation or intentions. 

We often believe we understand the "right way" to do things at work. But what does that indeed imply? Typically, it means you are familiar with the standard practices of your profession and the usual methods within your team that usually work in your cultural surroundings. It's understandable for you to expect your team to adhere to these norms. 

However, it's crucial to communicate your expectations to them, especially when your team members have different cultural backgrounds. It's easy to overlook that the "right way" can vary significantly based on cultural context.

If you desire your team to operate in a specific manner, it's essential to reflect on the following:

Have you effectively communicated and clarified your expectations to your...

Leading a global team comes with its unique set of challenges. As a global team manager, you aren't just navigating time zones and language differences; you're juggling a complex blend of cultures, backgrounds, and expectations. These challenges often prevent your team from hitting its targets. 

But here's the silver lining: When led with the right blend of cultural competency and a commitment to psychological safety, your international team can overcome these barriers and often surpass your monocultural peers in performance.

None of this will happen on its own though. Unlocking that true potential of a diverse international team starts with the team manager. 

In this article, we will explore why you should add cross-cultural competency to your leadership toolbox and commit to creating psychological safety. The answer lies in the results this approach will generate.

Why are some cross-cultural teams outperforming?

Research led by Dr. Carol Kovach sheds light on what...

Many managers believe that recruiting the most brilliant talent is the key to success but what really drives organisational and team success is a strong, cohesive culture. 

Making a whole team gel and own the outcomes of their work requires thoughtful support that takes into account the potential of everyone you have in your team. You don’t need to have a team full of stars, or a single high performer, if you make sure you are making the most of the potential of the people you are working with. 

So, as a global team leader, are you harnessing the full potential of your team's cognitive diversity? 

Team Culture and Dynamics Sculpt Success, Not Individual Brilliance

Your global team operates in a volatile, uncertain, complex, ambiguous and hyper-connected (VUCAH) environment where they need to think globally and act locally. Their operational areas constantly grapple with changing environmental, social, political, economic, and business demands. They must...

There was a time when we thought that a high IQ, our ability to solve problems and use logic, was the main characteristic of all successful leaders and managers. 

Then, through working with a number of leaders with high IQs, we learned about the importance of emotional intelligence (EQ) - our ability to understand and manage our own emotions, as well as respond appropriately to the emotions of others. 

Emotional intelligence is crucial: many studies have uncovered that, more than average, the most successful leaders have a high IQ and EQ. The combination of excellent problem-solving skills and the ability to establish and maintain relationships with your team, clients, colleagues, and stakeholders, goes hand in hand with success. 

But here’s the issue: emotional intelligence is highly dependent on understanding the social rules of the game and reacting to others’ cues. It needs to be upgraded as the acceptable rules, cues and behaviour change worldwide....

We Interviewed Valentyna To Learn How Ukrainian New Hires Feel

Integrating into a new country, job, and team when you are used to different game rules in society and the workplace is a challenge employers rarely have tools to help with. However, good integration support can make all the difference for Ukrainian workers facing change and inevitable difficulties in all aspects of their new lives abroad. 

But how do you know what to do? 

Most new hires won’t come out and tell you what they need, let alone what’s on their mind. 

In this interview below, you’ll get first-hand insight from Valentyna, a skilled professional working for a Finnish shoe production company who arrived from Ukraine during the current crisis. It’s your turn to be a fly on the wall and learn how to understand, support and build your new workforce to their full potential. 

Read on to learn what all HR and managers working with diverse teams should take away...

We Interviewed Lisa Who Works For A Staffing Company Assisting With Hiring And Supporting Ukrainians

Lisa, with Ukrainian roots, is an agent of a staffing company that assists Finnish companies in hiring and supporting Ukrainian job seekers who typically hold a temporary asylum status. She has a unique opportunity to see and hear the things employees would not know how to communicate to HR or managers, or would not want to. 

We had the opportunity to interview Lisa and gain inside information about the thinking and fears of Ukrainian job seekers who have come to Europe seeking asylum and employment opportunities.

Her role is multifaceted and involves a range of responsibilities from communicating with Ukrainian refugees to determine their qualifications and suitability for specific roles. Lisa also works closely with employers, facilitating the organization of training and internships for Ukrainian refugees, as well as assisting...